2020 2021 Employee Handbook - JENKINS INDEPENDENT PUBLIC SCHOOLS - AWS
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JENKINS INDEPENDENT PUBLIC SCHOOLS 2020 – 2021 Employee Handbook
JENKINS INDEPENDENT SCHOOL
2020 - 2021 Employee Handbook
Damian Johnson, Superintendent
Jenkins Independent Board of Education
9409 Highway 805
P.O. Box 74
Jenkins, KY 41537
Phone 606.832.2183 • Fax 606.832.2181
www.jenkins.kyschools.us
As required by law, the Board of Education does not discriminate on the basis of race, color, national
or ethnic origin, age, religion, sex, genetic information, disability, or limitations related to pregnancy,
childbirth, or related medical conditions in its programs and activities and provides equal access to its
facilities to the Boy Scouts and other designated youth groups.Table of Contents
Table of Contents ____________________________________________________ i
Introduction _______________________________________________________ 1
WELCOME _____________________________________________________ 1
DISTRICT MISSION _____________________________________________ 1
FUTURE POLICY CHANGES _____________________________________ 1
CENTRAL OFFICE PERSONNEL AND SCHOOL ADMINISTRATORS 2
2020-2021 SCHOOL CALENDAR __________________________________ 3
General Terms of Employment ________________________________________ 4
EQUAL OPPORTUNITY EMPLOYMENT __________________________ 4
HARASSMENT/DISCRIMINATION/TITLE IX SEXUAL HARASSMENT 4
HIRING ________________________________________________________ 6
TRANSFER OF TENURE _________________________________________ 6
JOB RESPONSIBILITIES _________________________________________ 6
CRIMINAL BACKGROUND CHECK AND TESTING ________________ 6
CONFIDENTIALITY _____________________________________________ 7
INFORMATION SECURITY BREACH _____________________________ 7
SALARIES AND PAYROLL DISTRIBUTION________________________ 7
HOURS OF DUTY _______________________________________________ 8
SUPERVISION RESPONSIBILITIES _______________________________ 8
BULLYING _____________________________________________________ 9
Benefits and Leave _________________________________________________ 10
INSURANCE ___________________________________________________ 10
SALARY DEDUCTIONS _________________________________________ 10
CAFETERIA PLAN _____________________________________________ 11
EXPENSE REIMBURSEMENT ___________________________________ 11
HOLIDAYS ____________________________________________________ 11
LEAVE POLICIES ______________________________________________ 11
PERSONAL LEAVE _____________________________________________ 12
SICK LEAVE ___________________________________________________ 12
SICK LEAVE DONATION PROGRAM ____________________________ 12
FAMILY AND MEDICAL LEAVE ________________________________ 12
FML BASIC LEAVE ENTITLEMENT _____________________________ 14
MATERNITY LEAVE ___________________________________________ 15
EXTENDED DISABILITY LEAVE ________________________________ 15
EDUCATIONAL LEAVE _________________________________________ 15
iEMERGENCY LEAVE __________________________________________ 16
JURY LEAVE __________________________________________________ 16
MILITARY/DISASTER SERVICES LEAVE ________________________ 16
Personnel Management _____________________________________________ 17
TRANSFER ____________________________________________________ 17
EMPLOYEE DISCIPLINE _______________________________________ 17
RETIREMENT _________________________________________________ 17
EVALUATIONS ________________________________________________ 17
TRAINING/IN-SERVICE ________________________________________ 18
DISTRICT TRAINING ___________________________________________ 18
PERSONNEL RECORDS ________________________________________ 18
RETENTION OF RECORDINGS __________________________________ 18
Employee Conduct _________________________________________________ 19
ABSENTEEISM/TARDINESS/SUBSTITUTES ______________________ 19
STAFF MEETINGS _____________________________________________ 19
POLITICAL ACTIVITIES _______________________________________ 19
DISRUPTING THE EDUCATIONAL PROCESS ____________________ 19
PREVIEWING STUDENT MATERIALS ___________________________ 20
CONTROVERSIAL ISSUES ______________________________________ 20
DRUG-FREE/ALCOHOL-FREE SCHOOLS ________________________ 20
FEDERAL MOTOR CARRIER SAFETY ADMINISTRATION (FMCSA)
DRUG AND ALCOHOL CLEARINGHOUSE FOR CDL/CLP
OPERATORS __________________________________________________ 21
WEAPONS _____________________________________________________ 21
DRESS AND APPEARANCE _____________________________________ 21
TOBACCO, ALTERNATIVE NICOTINE PRODUCT, OR VAPOR
PRODUCTS ____________________________________________________ 22
USE OF SCHOOL PROPERTY ___________________________________ 22
USE OF PERSONAL CELL PHONES/TELECOMMUNICATION
DEVICES ______________________________________________________ 22
HEALTH, SAFETY AND SECURITY ______________________________ 23
ASSAULTS AND THREATS OF VIOLENCE _______________________ 23
CHILD ABUSE _________________________________________________ 23
USE OF PHYSICAL RESTRAINT AND SECLUSION ________________ 23
CIVILITY ______________________________________________________ 24
GRIEVANCES/COMMUNICATIONS______________________________ 24
GIFTS _________________________________________________________ 24
OUTSIDE EMPLOYMENT OR ACTIVITIES _______________________ 24
REQUIRED REPORTS __________________________________________ 25
CODE OF ETHICS FOR CERTIFIED SCHOOL PERSONNEL ________ 28
Acknowledgement Form ____________________________________________ 30
iiIntroduction
Welcome
Welcome to Jenkins Independent School.
The purpose of the handbook is to acquaint you with general Board of Education policies that
govern and affect your employment and to outline the benefits available to you as an employee
of the District.
Because this handbook is a general source of information, it is not intended to be, and should
not be interpreted as, a contract. It is not an all-encompassing document and may not cover
every possible situation or unusual circumstance. If a conflict exists between information in
this handbook and Board policy or administrative procedures, the policies and procedures
govern. It is the employee’s responsibility to refer to the actual policies and/or administrative
procedures for further information. Complete copies of those documents are available at the
Central Office and in the Principal’s office. Policies and procedures also are available on line
via the District’s web site or through this Internet address: http://policy.ksba.org/J04/. Any
employee is free to review official policies and procedures and is expected to be familiar with
those related to his/her job responsibilities. Employees and students who fail to comply with
Board policies may be subject to disciplinary action. 01.5
In this handbook, bolded policy codes indicate related Board of Education policies. If an
employee has questions, s/he should contact his/her immediate supervisor or the
Superintendent in the Central Office.
District Mission
The Jenkins Independent Board of Education’s mission is to provide an educational program
focused on academic excellence and student mastery of knowledge and skills needed for
lifelong learning, social well being, and active, responsible citizenship.
Future Policy Changes
Although every effort will be made to update the handbook on a timely basis, the Jenkins
Independent Board of Education reserves the right, and has the sole discretion, to change any
policies, procedures, benefits, and terms of employment without notice, consultation, or
publication, except as may be required by contractual agreements and law. The District reserves
the right, and has the sole discretion, to modify or change any portion of this handbook at any
time.
1Central Office Personnel and School Administrators
Person/Address Telephone/E-mail Fax
Superintendent 832-2183 ext. 23 832-2181
Damian Johnson damian.johnson@jenkns.kyschools.us
Finance Director 832-2183 ext. 25 832-2181
Candala Gibson candala.gibson@jenkns.kyschools.us
Food Service Director 832-2183 ext. 26 832-2181
Susan Baker susan.baker@jenkins.kyschools.us
Personnel Director 832-2183 ext. 21 832-2181
Sonia Anderson sonia.anderson@jenkins.kyschools.us
Pupil Personnel Director 832-2183 ext. 24 832-2181
Rondall Baker rondall.baker@jenkins.kyschools.us
Special Programs Director 832-2183 ext. 29 832-2181
Sherry Wright sherry.wright@jenkins.kyschools.us
22020-2021 School Calendar
August 17 Opening Day, Staff Required
August 18 PD Day
August 19 First Day for Students
August 28 No School
September 7 Labor Day Holiday
October 9 No School
October 12 No School
November 2 PD Day
November 3 No School
November 25 No School
November 26 – 27 Thanksgiving Break
December 18 Last Day for Students before
Christmas Break
December 21 – January 1 Holiday Break
January 4 Students Return to School
January 18 Dr. Martin Luther King Day
March 5 PD Day
March 29 – April 2 Spring Break
May 20 Last Day for Students
May 21 Closing Day, Staff Required
3Section
General Terms of
1
Employment
Equal Opportunity Employment
As required by Title IX, the District does not discriminate on the basis of sex regarding admission to the
District or in the educational programs or activities operated by the District. Inquiries regarding Title IX
Sexual Harassment may be referred to the District Title IX Coordinator (TIXC), the Assistant Secretary
for Civil Rights, or both.
The Jenkins Independent Board of Education is an Equal Opportunity Employer. The District does not
discriminate on the basis of race, color, religion, sex, genetic information, national or ethnic origin,
political affiliation, age, disabling condition, or limitations related to pregnancy, childbirth, or related
medical conditions.
Reasonable accommodation for individuals with disabilities or limitations related to pregnancy,
childbirth, or related medical conditions will be provided as required by law.
If considerations of sex, age or disability have a bona fide relationship to the unique requirements of a
particular job or if there are federal or state legal requirements that apply, then sex, age or disability may
be taken into account as a bona fide occupational qualification, provided such consideration is consistent
with governing law.
If you have questions concerning District compliance with state and federal equal opportunity
employment laws, contact Sonia Anderson at the Board of Education’s Central Office. 03.113/03.212
Harassment/Discrimination/Title IX Sexual Harassment
The Jenkins Independent Board of Education intends that employees have a safe and orderly work
environment in which to do their jobs. Therefore, the Board does not condone and will not tolerate
harassment of or discrimination against employees, students or visitors to the school or District, or any
act prohibited by Board policy that disrupts the work place or the educational process and/or keeps
employees from doing their jobs.
4GENERAL TERMS OF EMPLOYMENT
Any employee who believes that he or she, or any other employee, student, or visitor to the school or
District, is being or has been subjected to harassment or discrimination shall bring the matter to the
attention of his/her Principal/immediate supervisor or the District’s Title IX/Equity Coordinator as
required by Board policy. The District will investigate any such concerns promptly and confidentially.
No employee will be subject to any form of reprisal or retaliation for having made a good-faith complaint
under this policy. For complete information concerning the District’s position prohibiting
harassment/discrimination, assistance in reporting and responding to alleged incidents, and examples of
prohibited behaviors, employees should refer to the District’s policies and related procedures.
03.162/03.262
The following have been designated to handle inquiries regarding nondiscrimination under Title IX and
Section 504 of the Rehabilitation Act of 1973 and Title IX Sexual Harassment/Discrimination: 01.1
The District’s Title IX Coordinator (TIXC) is Sherry Wright:
269 HWY 3086 (606) 832-2183 Sherry.Wright@jenkins.kyschools.us
Jenkins, KY 41537
Office Address Telephone # Email Address
The District’s Section 504 Coordinator is Sherry Wright
269 HWY 3086 (606) 832-2183 Sherry.Wright@jenkins.kyschools.us
Jenkins, KY 41537
Office Address Telephone # Email Address
Any person may report sex discrimination, including sexual harassment (whether or not the person
reporting is the person alleged to be the victim of conduct that could constitute sex discrimination
or sexual harassment), in person, by mail, by telephone, or by electronic mail, using the contact
information listed for the TIXC, or by any other means that results in the TIXC receiving the
person’s verbal or written report. Such a report may be made at any time (including during non-
business hours) by using the telephone number or electronic mail address, or by mail to the office
address, listed for the TIXC. 09.428111
Title IX Sexual Harassment Grievance Procedures are located on the District Website.
Employees wishing to initiate a complaint concerning discrimination in the delivery of benefits or
services in the District’s school nutrition program should go to the link below or mail a written
complaint to the U.S. Department of Agriculture, Director, Office of Adjudication, 1400
Independence Avenue, S.W., Washington D.C. 20250-9410, or email, program.intake@usda.gov.
http://www.ascr.usda.gov/complaint_filing_cust.html
07.1
5GENERAL TERMS OF EMPLOYMENT
Hiring
Except for noncontracted substitute teachers, all certified personnel are required to sign a written
contract with the District. All regular full-time and part-time classified employees also shall receive
a contract.
A list of all District job openings is available at the Central Office and in each school building.
For further information on hiring, refer to policies 03.11/03.21.
Transfer of Tenure
All teachers who have attained continuing–contract status from another district serve a one (1)-year
probationary period before being considered for continuing-contract status in the District. 03.115
Job Responsibilities
Every employee is assigned an immediate supervisor. All employees receive a copy of their job
description and responsibilities for review. Immediate supervisors may assign other duties as needed.
Employees should ask their supervisor if they have questions regarding their assigned duties and/or
responsibilities. 03.132/03.232
All employees are expected to use sound judgment in the performance of their duties and take
reasonable and commonly accepted measures to protect the health, safety, and well-being of others,
as well as District property. 03.133/03.233
Certified Employees: All teachers in the District shall review records of assigned students to
determine whether an IEP or 504 plan is in place.
Criminal Background Check and Testing
Applicants, employees, and student teachers must undergo records checks and testing as required by
law.
New hires and student teachers assigned within the District must have both a state and a federal criminal
history background check and a letter (CA/N check) from the Cabinet for Health and Family Services
documenting the individual does not have an administrative finding of child abuse or neglect in records
maintained by the Cabinet.
An employee shall report to the Superintendent if the employee has been found by the Cabinet for
Health and Family Services to have abused or neglected a child, and if the employee has waived the right
to appeal such a substantiated finding or the finding has been upheld upon appeal. 03.11/03.21
Link to DPP-156 Central Registry Check and more information on the required CA/N check:
http://manuals.sp.chfs.ky.gov/chapter30/33/Pages/3013RequestfromthePublicforCANChecksa
ndCentralRegistryChecks.aspx
6GENERAL TERMS OF EMPLOYMENT
Confidentiality
In certain circumstances employees will receive confidential information regarding students’ or
employees’ medical, educational or court records. Employees are required to keep student and personnel
information in the strictest confidence and are legally prohibited from passing confidential information
along to any unauthorized individual. Employees with whom juvenile court information is shared as
permitted by law shall be asked to sign a statement indicating they understand the information is to be
held in strictest confidence.
Access to be Limited
Employees may only access student record information in which they have a legitimate educational
interest. 03.111/03.211/09.14/09.213/09.43
Both federal law and Board policy prohibit employees from making unauthorized disclosure, use or
dissemination of personal information regarding minors over the Internet. 08.2323
Information Security Breach
Information security breaches shall be handled in accordance with KRS 61.931, KRS 61.932, and
KRS 61.933 including, but not limited to, investigations and notifications.
Within seventy-two (72) hours of the discovery or notification of a security breach, the District
shall notify the Commissioner of the Kentucky State Police, the Auditor of Public Accounts, the
Attorney General, and the Education Commissioner. 01.61
Salaries and Payroll Distribution
Checks are issued according to a schedule approved annually by the Board. At the end of the school
year, employees who have completed their duties may request to be paid their remaining salary before
the end of the fiscal year (June 30). 03.121/03.221
Certified Personnel: Salaries for certified personnel are based on a single-salary schedule reflecting the
school term as approved by the Board in keeping with statutory requirements. Compensation for
additional days of employment is prorated on the employee’s base pay.
Determination of and changes to certified employees’ rank and experience are determined in compliance
with Policy 03.121. No later than forty-five (45) days before the first student attendance day of each year
or June 15th, whichever comes first, the Superintendent will notify certified personnel of the best estimate
of their salary for the coming year.
Classified Personnel: Classified personnel may be paid on an hourly or salary basis, as determined by
the Board. 03.221
7GENERAL TERMS OF EMPLOYMENT
Hours of Duty
Certified Employees: Certified employees are not allowed to leave their job assignment during duty
hours without the express permission of their immediate supervisor.
Each full-time teacher is provided with a duty-free lunch period each day during the regularly scheduled
student lunch period. 03.1332
Schedule of Pay dates
Central Faculty Central Faculty
Office Staff Office Staff
JULY 3 FEBRUARY 12 12
17 26 26
31 MARCH 12 12
AUGUST 14 14 26 26
28 28 APRIL 9 9
SEPTEMBER 11 11 23 23
25 25 MAY 7 7
OCTOBER 9 9 21 21
23 23 JUNE 4 4
NOVEMBER 6 6 18 18
20 20 25
DECEMBER 4 4 28
18 18 29
JANUARY 1 1
15 15
29 29
New staff/nontenured starts two (2) weeks after their start date.
Supervision Responsibilities
While at school or during school-related or school-sponsored activities, students must be under
the supervision of a qualified adult at all times. All District employees are required to assist in
providing appropriate supervision and correction of students. Only those students who are
involved in school activities and under the direct supervision of a faculty member or other
approved school personnel shall be permitted in school buildings after school hours. 09.221
No employee shall send a student on an errand off school property without the prior approval of
the Principal. 09.221
8GENERAL TERMS OF EMPLOYMENT
Employees are expected to take reasonable and prudent action in situations involving student welfare
and safety, including following District policy requirements for intervening and reporting to the Principal
or to their immediate supervisor those situations that threaten, harass, or endanger the safety of students,
other staff members, or visitors to the school or District. Such instances shall include, but are not limited
to, bullying or hazing of students and harassment/discrimination of staff, students or visitors by any
party.
The Student Discipline Code shall specify to whom reports of alleged instances of bullying or hazing
shall be made. 03.162/03.262/09.422/09.42811
Bullying
"Bullying" is defined as any unwanted verbal, physical, or social behavior among students that involves
a real or perceived power imbalance and is repeated or has the potential to be repeated:
1. That occurs on school premises, on school-sponsored transportation, or at a school-
sponsored event; or
2. That disrupts the education process. 09.422
9Section
Benefits and Leave
2
Insurance
The Board provides unemployment insurance, workers’ compensation and liability insurance for all
employees. In addition, the state of Kentucky provides group health and life insurance to employees
who are eligible as determined by Kentucky Administrative Regulation. 03.124/03.224
Optional insurance coverage available to employees includes:
Aflac American Fidelity Cigna Comp Benefits
Transamerica American General Grange Life Kemper
Salary Deductions
The Jenkins Independent School District makes all payroll deductions required by law. Employees may
choose from the following optional payroll deductions:
• Health/life insurance program;
• Tax Sheltered Annuity program;
• Credit Union;
• State approved deferred compensation plan;
• United Way;
• State-designated Flexible Spending Account (FSA) and Health Reimbursement Account
(HRA) plans;
• Tuition to attend District schools for employee’s child(ren) who live out of state;
• Membership dues in professional/job-related organizations, when thirty percent (30%) of
eligible members request deductions.
10BENEFITS AND LEAVE
Deductions for membership dues of an employee organization, association, or union shall only be
made upon the express written consent of the employee. This consent may be revoked by the
employee at any time by written notice to the employer. 03.1211/03.2211
Cafeteria Plan
Jenkins Independent School offers employees a cafeteria plan of benefits. 03.1213/03.2212
Expense Reimbursement
Provided the Superintendent/designee has given prior approval to incur necessary and appropriate
expenses school personnel are reimbursed for travel that is required as part of their duties or for school-
related activities approved by the Superintendent/designee. Allowable expenses include mileage,
gasoline used for Board vehicles, tolls and parking fees, car rental, fares charged for travel on common
carriers (plane, bus, etc.), food (as authorized by policy and/or procedure), and lodging. Itemized receipts
must accompany requests for reimbursement.
Employees must submit travel vouchers within one (1) week of travel and will not be reimbursed without
proper documentation. Should employees receive reimbursement based on incomplete or improper
documentation, they may be required to reimburse the District. 03.125/03.225
Holidays
All full-time, twelve (12) month certified employees and classified employees are paid for five (5) annual
holidays as indicated in the school calendar. 03.122/03.222
Leave Policies
In order to provide the highest level of service, employees are expected to be at work and on time every
day. However, when circumstances dictate, the Board provides various types of leave under which
absences may be authorized. Employees who must be absent should inform their immediate supervisor
as soon as possible.
Listed below is general information regarding several types of leave available to employees. Please note
that in many cases a written request, submitted for approval before leave begins, is required.
Employees on extended leave, including those on professional leave serving in charter schools, who plan
to return the next school year must notify the Superintendent/designee in writing of their intention to
return to work by March 15.
Authorization of leave and time taken off from one’s job shall be in accordance with a specific
leave policy. Absence from work that is not based on appropriate leave for which the employee is
qualified may lead to disciplinary consequences, up to and including termination of employment.
11BENEFITS AND LEAVE
Employees shall not experience loss of income or benefits, including sick leave, when they are
assaulted while performing assigned duties and the resulting injuries qualify them for workers'
compensation benefits. 03.123/03.223
For complete information regarding leaves of absence, refer to the District’s Policy Manual.
Personal Leave
Full-time employees are entitled to two (2) days of paid personal leave each school year. Part-time
employees or employees who work for less than a full year are entitled to a prorata part of the authorized
personal leave days. Your supervisor must approve the leave date, but no reasons will be required for
the leave. Employees taking personal leave must file a personal affidavit on their return to work stating
that the leave was personal in nature. Other limitations are set out in Policy. 03.1231/03.2231
Sick Leave
Full-time employees are entitled to ten (10) days of paid sick leave each school year. Part-time employees
or employees who work for less than a full year are entitled to a prorata part of the authorized sick leave
days. Sick leave days not taken during the school year they were granted accumulate without limit for all
employees. Upon return to work an employee claiming sick leave must file a personal affidavit or a
certificate of a physician stating that the employee was ill or that the employee was absent for the purpose
of attending to a member of the immediate family who was ill 03.1232/03.2232
See the “Retirement” section for information about reimbursement for unused sick leave at retirement.
Sick Leave Donation Program
Employees who have accumulated more than fifteen (15) days of sick leave may request to donate sick
leave days to another employee authorized to receive the donation. Employees may not disrupt the
workplace while asking for donations.
Applications to donate sick leave should be returned to Mary Niece.
Any sick leave that is not used will be returned on a prorated basis to the employees who donated days.
03.1232/03.2232
Family and Medical Leave
Employees are eligible for up to twelve (12) workweeks of family and medical leave each school
year, if they have been employed by the District for twelve (12) months, have worked at least 1,250
hours during the twelve (12) months preceding the start of the leave, and otherwise qualify for
family and medical leave for one of the reasons below:
1. For the birth and care of an employee’s newborn child or for placement of a child with the employee
for adoption or foster care;
12BENEFITS AND LEAVE
2. To care for the employee’s spouse, child or parent who has a serious health condition, as defined by
federal law;
3. For an employee’s own serious health condition, as defined by federal law, that makes the employee
unable to perform her/his job.
4. To address a qualifying exigency (need) defined by federal regulation arising out of the covered
active duty or call to active duty involving deployment to a foreign country of the employee’s
spouse, son, daughter, or parent who serves in a reserve component or as an active or retired
member of the Regular Armed Forces or Reserve in support of a contingency operation; and
5. To care for a covered service member (spouse, son, daughter, parent or next of kin) who has
incurred or aggravated a serious injury or illness in the line of duty while on active duty in the
Armed Forces that has rendered or may render the family member medically unfit to perform
his/her duties or to care for a covered veteran with a serious injury or illness as defined by
federal regulations.
When family and medical military caregiver leave is taken based on a serious illness or injury of a
covered service member, an eligible employee may take up to twenty-six (26) workweeks of leave
during a single twelve-month period.
Paid leave used under this policy will be subtracted from the twelve (12) workweeks to which the
employee is entitled. Employees should contact their immediate supervisor as soon as they know they
will need to use Family and Medical Leave. 03.12322/03.22322
Following is a summary of the major provisions of the Family and Medical Leave Act (FMLA) provided
by the United States Department of Labor.
13BENEFITS AND LEAVE
FML Basic Leave Entitlement
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:
• For incapacity due to pregnancy, prenatal medical care or child birth;
• To care for the employee’s child after birth, or placement for adoption or foster care;
• To care for the employee’s spouse, son, daughter or parent, who has a serious health condition; or
• For a serious health condition that makes the employee unable to perform the employee’s job.
Military Family Leave Entitlements - Eligible employees whose spouse, son, daughter or parent is on covered active duty or call to
covered active duty status may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include
attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain
counseling sessions, and attending post-deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered
servicemember during a single 12-month period. A covered servicemember is: (1) a current member of the Armed Forces, including a
member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status,
or is otherwise on the temporary disability retired list, for a serious injury or illness*; or (2) a veteran who was discharged or released under
conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to
care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.*
*The FMLA definitions of “serious injury or illness” for current servicemembers and veterans are distinct from the FMLA definition of
“serious health condition”.
Benefits and Protections - During FMLA leave, the employer must maintain the employee’s health coverage under any “group health
plan” on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to
their original or equivalent positions with equivalent pay, benefits, and other employment terms.
Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.
Eligibility Requirements - Employees are eligible if they have worked for a covered employer for at least 12 months, have 1,250 hours of
service in the previous 12 months*, and if at least 50 employees are employed by the employer within 75 miles.
*Special hours of service eligibility requirements apply to airline flight crew employees.
Definition of Serious Health Condition - A serious health condition is an illness, injury, impairment, or physical or mental condition that
involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either
prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in
school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar
days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to
pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.
Use of Leave - An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced
leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as
not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.
Substitution of Paid Leave for Unpaid Leave - Employees may choose or employers may require use of accrued paid leave while taking
FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.
Employee Responsibilities - Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable.
When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s
normal call-in procedures.
Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the
anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the
family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or
circumstances supporting the need for military family leave.
Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified.
Employees also may be required to provide a certification and periodic recertification supporting the need for leave.
Employer Responsibilities - Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they
are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible,
the employer must provide a reason for the ineligibility.
Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the
employee’s leave entitlement. If the employer determines that the leave is not FMLA-protected, the employer must notify the employee.
Unlawful Acts by Employers - FMLA makes it unlawful for any employer to: interfere with, restrain, or deny the exercise of any right
provided or to discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any
proceeding under or relating to FMLA.
Enforcement - An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining
agreement which provides greater family or medical leave rights.
14BENEFITS AND LEAVE
Maternity Leave
Employees may use up to thirty (30) days of sick leave immediately following the birth or adoption of a
child.
The parent of a newborn or an employee who adopts a child may also request an unpaid leave of absence
not to exceed the remainder of the school year in which the birth or placement occurred. Thereafter,
leave may be extended in increments of no more than one (1) year.
Employees eligible for family and medical leave are entitled to up to twelve (12) workweeks of unpaid
leave to care for the employee’s child after birth or placement of a child with the employee for adoption
or foster care. Leave to care for an employee’s healthy newborn baby or minor child who is adopted or
accepted for foster care must be taken within twelve (12) months of the birth or placement of the child.
03.1233/03.2233
The Board may only request medical information necessary to decide whether to grant a leave of
absence; shall not request or retain unnecessary medical information; and shall not disclose any medical
information received, except as permitted by state and federal law. 03.1233
Extended Disability Leave
Unpaid disability leave for the remainder of the school year is available to employees who need it.
Thereafter, leave may be extended by the Board in increments of no more than one (1) year.
The Superintendent may require an employee to secure a medical practitioner’s verification of a medical
condition that will justify the need for disability leave. 03.1234/03.2234
The Board may only request medical information necessary to decide whether to grant a leave of
absence; shall not request or retain unnecessary medical information; and shall not disclose any medical
information received, except as permitted by state and federal law. 03.1234
Educational Leave
Certified Employees: The Board may grant unpaid leave for a period no longer than two (2)
consecutive years for educational or professional purposes. Leave may be granted for full-time
attendance at universities or other training or professional activities. Leave will not be granted for part-
time educational activities.
The Board shall grant a two (2) year unpaid leave to employees under continuing service contracts who
have been offered employment with a charter school.
A teacher with continuing status shall notify the District of the teacher’s intent to work in a converted
charter school.
A teacher working in a converted charter school shall notify the District of the teacher’s intent to return
to employment the next school year by April 15 of each year of the granted leave.
15BENEFITS AND LEAVE
Written application for educational/professional leave must be made at least sixty (60) days before the
leave is to begin. 03.1235
Classified Employees: Upon recommendation by the Superintendent, the Board may grant short-term
paid leaves to classified employees for training necessary to enhance skills required for their jobs or in
anticipation of a different position within the school system. 03.2235
Emergency Leave
Full-time employees are entitled to one (1) day of emergency leave with pay each school year. Part-time
employees and employees who work for less than a full year are entitled to a prorata part of the
authorized emergency leave days.
Approved reasons for taking emergency leave include: bereavement, personal disasters, legal/court
appearances and others as approved by the Superintendent/designee. Persons taking emergency leave
must file a personal affidavit upon their return to work stating the specific reasons for their absence.
03.1236/03.2236
Jury Leave
Any employee who serves on a jury in local, state or federal court will be granted paid leave (minus any
jury pay, excluding expense reimbursement) for the period of her/his jury service.
Employees who will be absent from work to serve on a jury must notify their immediate supervisor in
advance. 03.1237/03.2237
Military/Disaster Services Leave
Military leave is granted under the provisions and conditions specified in law. As soon as they are notified
of an upcoming military-related absence, employees are responsible for notifying their immediate
supervisor.
The Board may grant disaster services leave to requesting eligible employees. 03.1238/03.2238
16Section
Personnel Management
3
Transfer
Employees who wish to request a voluntary transfer should contact their immediate supervisor for
assistance.
Employees charged with a felony offense may be transferred to a second position with no change in pay
until such time as they are found not guilty, the charges are dismissed, their employment is terminated,
or the Superintendent determines that further personnel action is not required.03.1311/03.2311
Employee Discipline
Termination and nonrenewal of contracts are the responsibility of the Superintendent.
03.17/03.27/03.2711
Certified employees who resign or terminate their contracts must do so in compliance with KRS 161.780.
Retirement
Employees who decide to retire should give the Superintendent/designee notice as far in advance as
possible, but no later than two (2) weeks before retirement. Retirement benefits are solely a matter of
contract between the employee and her/his retirement system (the Teacher’s Retirement System or the
County Employee’s Retirement System).
The Board compensates employees only upon initial retirement for each unused sick day at the rate of
thirty (30) percent of the daily salary, based on the employee’s last annual salary. 03.175/03.273
Evaluations
All employees are given an opportunity to review their evaluations and an opportunity to attach a written
response to the evaluation. Any employee who believes that s/he was not fairly evaluated may appeal
his/her evaluation in accordance with Policy. 03.18/03.28
17PERSONNEL MANAGEMENT
Training/In-Service
The Board provides a high quality, personalized, and evidence-based program for professional
development and staff trainings.
Certified Personnel: Unless an employee is granted leave, failure to complete and document required
professional development during the academic year will result in a reduction in salary and may be
reflected in the employee’s evaluation. 03.19
Classified Personnel: The Superintendent shall develop and implement a program for continuing
training for selected classified personnel. 03.29
District Training
Procedure 03.19 AP.23 may be used to track completion of local and state employee training
requirements that apply across the District and maintain a record for the information of the
Superintendent and Board.
Personnel Records
One (1) master personnel file is maintained in the Central Office for each employee. The
Principal/supervisor may maintain a personnel folder for each person under his/her supervision.
Employees may inspect their personnel files. 03.15/03.25
Retention of Recordings
Employees shall comply with the statutory requirement that school officials are to retain any digital,
video, or audio recording as required by law. 01.61
18Section
Employee Conduct
4
Absenteeism/Tardiness/Substitutes
Employees are expected to notify their immediate supervisor when they must be tardy or absent. Staff
in positions requiring substitutes must contact their immediate supervisor, Mike Genton and Sonia
Anderson to request a substitute for the day.
Staff Meetings
Unless they are ill or on approved leave, staff members shall attend all faculty meetings. 03.1335
Political Activities
Employees shall not promote, organize, or engage in political activities while performing their duties or
during the work day. Promoting or engaging in political activities shall include, but not be limited to, the
following:
• Encouraging students to adopt or support a particular political position, party, or candidate;
or
• Using school property or materials to advance the support of a particular political position,
party, or candidate. 03.1324/03.2324
In addition, KRS 161.164 prohibits employees from taking part in the management of any political
campaign for school board.
Disrupting the Educational Process
Any employee who participates in or encourages activities that disrupt the educational process may be
subject to disciplinary action, including termination.
Behavior that disrupts the educational process includes, but is not limited to:
19EMPLOYEE CONDUCT
§ conduct that threatens the health, safety or welfare of others;
§ conduct that may damage public or private property (including the property of students or
staff);
§ illegal activity;
§ conduct that interferes with a student’s access to educational opportunities or programs,
including ability to attend, participate in, and benefit from instructional and extracurricular
activities; or
§ conduct that disrupts delivery of instructional services or interferes with the orderly
administration of the school and school-related activities or District operations.
03.1325/03.2325
Previewing Student Materials
Except for current events programs and programs provided by Kentucky Educational Television,
teachers shall review all materials presented for student use or viewing before use. This includes movies
and other videos in any format. 08.234
Controversial Issues
Teachers who suspect that materials or a given issue may be inappropriate or controversial shall confer
with the Principal prior to the classroom use of the materials or discussion of the issue. 08.1353
Drug-Free/Alcohol-Free Schools
Employees must not manufacture, distribute, dispense, be under the influence of, purchase, possess,
use, or attempt to obtain, sell or transfer any of the following in the workplace or in the performance of
duties:
1. Alcoholic beverages;
2. Controlled substances, prohibited drugs and substances, and drug paraphernalia; and or any narcotic
drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance
as defined by federal regulation.
3. Substances that "look like" a controlled substance. In instances involving look-alike substances, there
must be evidence of the employee’s intent to pass off the item as a controlled substance.
In addition, employees shall not possess prescription drugs for the purpose of sale or distribution.
20EMPLOYEE CONDUCT
Employee who violate the terms of the District's drug-free/alcohol-free policy may be suspended,
non-renewed or terminated. Violations may result in notification of appropriate legal officials.
Employees who know or believe that the District’s alcohol-free/drug-free policies have been violated
must promptly make a report to the local police department, sheriff, or Kentucky State Police. 09.423
Any employee convicted of any criminal drug statute involving illegal use of alcohol, illicit drugs,
prescription drugs, or over-the-counter drugs shall, within five (5) working days after receiving notice of
a conviction, provide notification of the conviction to the Superintendent.
Teachers are subject to random or periodic drug testing following reprimand or discipline for
misconduct involving illegal use of controlled substances. 03.13251/03.23251
Federal Motor Carrier Safety Administration (FMCSA) Drug
and Alcohol Clearinghouse for CDL/CLP Operators
Reporting of the following information on individual drivers to the federal Clearinghouse is required:
verified positive, adulterated, or substituted test results; confirmed alcohol tests at .04 or higher; refusal
to submit to required tests; the reporting of actual knowledge (as defined by federal regulation) of DOT
regulatory violations, including violations based on prohibited on duty, pre-duty, or post-accident
alcohol use and controlled substance use; and regulatory return to duty and follow-up testing
information as applicable.
The District shall not allow a driver to perform any safety-sensitive function if the results of a
Clearinghouse query on the driver demonstrate a disqualification as provided by regulation and described
above and such driver may be subject to personnel action up to and including termination. 06.221
Weapons
Except where expressly and specifically permitted by Kentucky Revised Statute, carrying, bringing, using
or possessing any weapon, including any ordinary pocket knife, hunting knife, or other dangerous
instrument in any school building, on school grounds, in any school vehicle, or at any school-sponsored
activity is prohibited. Except for School Resource Officers (SROs) as provided in KRS 158.4414, and
authorized law enforcement officials, including peace officers and police as provided in KRS 527.070
and KRS 527.020, the Board prohibits carrying concealed weapons on school property. Staff members
who violate this policy are subject to disciplinary action, including termination.
Employees who know or believe that this policy has been violated must promptly make a report to the
local police department, sheriff, or Kentucky State Police. 05.48
Dress and Appearance
Appropriate attire for all District staff is explained in detail in Board policy. 03.1326/03.2326
21EMPLOYEE CONDUCT
Tobacco, Alternative Nicotine Product, or Vapor Products
The use of any tobacco product, alternative nicotine product, or vapor product as defined in KRS
438.305 is prohibited for all persons and at all times on or in all property, including any vehicle,
that is owned, operated, leased, or contracted for use by the Board and while attending or
participating in any school-related student trip or student activity and is in the presence of a student
or students.
School employees shall enforce the policy. A person in violation of this policy shall be subject to
discipline or penalties as set forth by Board. 03.1327/03.2327/06.221
Use of School Property
Employees are responsible for school equipment, supplies, books, furniture, and apparatus under their
care and use. Employees shall immediately report to their immediate supervisor any property that is
damaged, lost, stolen, or vandalized.
No employee shall perform personal services for themselves or for others for pay or profit during work
time and/or using District property or facilities.
Employees may not use any District facility, vehicle, electronic communication system, equipment, or
materials to perform outside work. These items (including security codes and electronic records such as
e-mail) are District property.
District-owned telecommunication devices shall be used primarily for authorized District business
purposes. However, occasional personal use of such equipment is permitted.
Employees may not use a code, access a file, or retrieve any stored communication unless they have
been given authorization to do so. Employees cannot expect confidentiality or privacy of the
information in their e-mail accounts. Authorized District personnel may monitor the use of electronic
equipment from time to time.
Employees who drive any Board-owned vehicle and/or transport students must annually provide the
Superintendent/designee with a copy of their driving record. Employees who receive a traffic citation
during the year must report the citation to the Superintendent/designee before driving a Board-owned
vehicle or transporting students. 03.1321/03.2321
Use of Personal Cell Phones/Telecommunication Devices
Due to privacy concerns, and except for emergency situations, personally owned recording devices
are not to be used to create video or audio recordings or to take pictures while on duty or working
with students except with prior permission from the Principal/designee or immediate supervisor.
Such devices include, but are not limited to, personal cell phones and tablets.
For exceptions, see Board Policies 03.13214/03.23214.
22EMPLOYEE CONDUCT
Health, Safety and Security
It is the intent of the Board to provide a safe and healthful working environment for all employees.
Employees should report any security hazard or conditions they believe to be unsafe to their immediate
supervisor.
In addition, employees are required to notify their supervisor immediately after sustaining a work-related
injury or accident. A report should be made within 24-48 hours of the occurrence and prior to leaving
the work premises, UNLESS the injury is a medical emergency, in which case the report can be filed
following receipt of emergency medical care.
For information on the District’s plans for Hazard Communication, Bloodborne Pathogen Control,
Lockout/Tagout, Personal Protective Equipment (PPE), and Asbestos Management, contact your
immediate supervisor or see the District’s Policy Manual and related procedures.
Employees should use their school/worksite two-way communication system to notify the Principal,
supervisor or other administrator of an existing emergency. 03.14/03.24/05.4
Assaults and Threats of Violence
Employees should immediately report any threats they receive (oral, written or electronic) to their
immediate supervisor.
Under provisions of state law (KRS 158.150) and regulation (702 KAR 5:080), school personnel may
remove threatening or violent students from a classroom or from the District’s transportation system
pending further disciplinary action. However, before the need arises, employees should familiarize
themselves with policy and procedures that are required. 09.425
Child Abuse
Any school personnel who knows or has reasonable cause to believe that a child under eighteen (18) is
dependent, abused or neglected, or a victim of human trafficking, or is a victim of female genital
mutilation, shall immediately make a report to a local law enforcement agency, the Cabinet for Health
and Family Services or its designated representative, the Commonwealth’s Attorney or the County
Attorney. 09.227
Use of Physical Restraint and Seclusion
Use of physical restraint and seclusion shall be in accordance with Board policy and procedure. 09.2212
23EMPLOYEE CONDUCT
Civility
Employees should be polite and helpful while interacting with parents, visitors and members of the
public. Individuals who come onto District property or contact employees on school business are
expected to behave accordingly. Employees who fail to observe appropriate standards of behavior are
subject to disciplinary measures, including dismissal.
In cases involving physical attack of an employee or immediate threat of harm, employees should take
immediate action to protect themselves and others. In the absence of an immediate threat, employees
should attempt to calmly and politely inform the individual of the provisions of Policy 10.21 or provide
him/her with a copy. If the individual continues to be discourteous, the employee may respond as
needed, including, but not limited to: hanging up on the caller; ending a meeting; asking the individual
to leave the school; calling the site administrator/designee for assistance; and/or calling the police.
As soon as possible after any such incident, employees should submit a written incident report to their
immediate supervisor. 10.21
Grievances/Communications
The Superintendent/designee has developed specific procedures to assist employees in making a
complaint. For full information refer to Policy 03.16/03.26 and related procedures.
Grievances are individual in nature and must be brought by the individual employee. The Board
shall not hear grievances or complaints concerning simple disagreement or dissatisfaction with a
personnel action. 03.16/03.26
Gifts
Although the Board encourages public recognition of outstanding achievements by employees, it
discourages the practice of students giving gifts to employees.
Any gift presented to a school employee for the school’s use must have the prior approval of the
Superintendent. All gifts shall be free of restrictions on the District, subject to safety inspections and
fitting and appropriate for use. In addition, no gift shall contain blatant advertising or unsightly
commercial identification, require excessive maintenance or involve installation costs, unless specifically
permitted by the Board.
After approval and acceptance, gifts become the property of the Board of Education. 03.1322/03.2322
Outside Employment or Activities
Employees may not perform any duties related to an outside job during their regular working hours.
03.1331/03.2331
24EMPLOYEE CONDUCT
Required Reports
Although you may be directed to make additional reports, the following reports are required by law
and/or Board policy:
• Within seventy-two (72) hours of the discovery or notification of a security breach, the District shall
notify the Commissioner of the Kentucky State Police, the Auditor of Public Accounts, the Attorney
General, and the Education Commissioner. 01.61
• An employee shall report to the Superintendent if the employee has been found by the Cabinet
for Health and Family Services to have abused or neglected a child, and if the employee has
waived the right to appeal such a substantiated finding or the finding has been upheld upon
appeal. 03.11/03.21
• Report to the immediate supervisor damaged, lost, stolen, or vandalized school property or if
District property has been used for unauthorized purposes. 03.1321/03.2321
• Notify the Principal as soon as possible when you use seclusion or physical restraint with a student,
but no later than the end of the school day on which it occurs, and document in writing the incident
by the end of the next school day. 09.2212
• If you know or believe that the District’s alcohol-free/drug-free policies have been violated,
promptly make a report to the local police department, sheriff, or Kentucky State Police. This is
required if you know or have reasonable cause to believe that conduct has occurred which
constitutes the use, possession, or sale of controlled substances on the school premises or within
one thousand (1,000) feet of school premises, on a school bus, or at a school sponsored or
sanctioned event. 03.13251/03.23251/09.423
• Upon the request of a victim, school personnel shall report an act of domestic violence and
abuse or dating violence and abuse to a law enforcement officer. School personnel shall discuss
the report with the victim prior to contacting a law enforcement officer.
School personnel shall report to a law enforcement officer when s/he has a belief that the
death of a victim with whom s/he has had a professional interaction is related to domestic
violence and abuse or dating violence and abuse. 03.13253/03.23253/09.425
• Report potential safety or security hazards to the Principal and notify your supervisor immediately
after sustaining a work-related injury or accident. 03.14/03.24/05.4
• Report to the Principal/immediate supervisor or the District’s Title IX Coordinator if you, another
employee, a student, or a visitor to the school or District is being or has been subjected to harassment
or discrimination. 03.162/03.262/09.42811
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